7 common myths related to engagement surveys:
1. Our survey will tell us what our employees think (Actually it tells you what an average employee thinks, and mathematically it’s likely not one single employee really thinks this way)
2. We’re especially interested in engaging and retaining our top performers (But no survey data reports their information because top performers’ anonymous opinions are mixed in with all others’ opinions)
3. One reason we pay so much money to our survey company is to compare our results to industry benchmarks (Except “benchmarks” means “averages” and “average” means “mediocre”, so we end up feeling great about being one hair above mediocre)
4. It feels good to know that sixty to seventy percent of our employees are engaged (Taking a clue from Gallup, only those who score near the top are truly engaged and this is no more than 30% of all U.S. employees)
5. Our managers submit survey improvement action plans and we trust them to make them happen (Wait six months and ask managers one level up for a progress update on the managers who report to them. Think they’ll know?)
6. Managers who fail to implement their plans or raise their next scores feel the heat (Is there real accountability? Yes or no?)
7. In the end, HR has the most responsibility for making improvements…and raising scores (HR has no authority but we can make employee appreciation week better each year)
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